TIME OFF FOR

& Human
DOMESTIC
Trafficking
EMERGENCIES
Statement
Introduction

Champneys recognises that employees will from time to time experience emergencies at
home, such as a flood, fire or burglary. This policy, which applies to all employees, is
intended to allow those who have a genuine domestic emergency to take a reasonable
amount of time off work to deal with the emergency.

The policy does not apply to planned events such as domestic repairs, refurbishment,
building or trades work, installation of appliances, or home deliveries.

Procedure to follow if you need time off

An employee who needs to take time off for a domestic emergency should contact their line
manager at the earliest opportunity. If you become aware of an emergency while at work, you
should immediately speak to your line manager about leaving work early. You should explain
to your line manager:

• the reason for the absence; and

• how long you expect to be absent from work.

If your line manager is unavailable, you must speak to an equivalent or more senior
manager.

If you are unable to contact your manager before taking time off to deal with an emergency,
you should contact the manager as soon as possible.

You must inform your line manager as soon as possible of any change in the anticipated date
of your return to work.

Pay

Absences for these reasons are unpaid.

Excessive time off under this policy

Where frequent absences occur under this policy a formal meeting maybe instigated to
discuss the frequency and impact of such emergencies.

Other types of leave

Time off under this policy is intended to be for the employee to deal with domestic
emergencies. Once the immediate emergency has been taken care of, you are expected to
return to work or, if further time off is necessary, request to take it as annual leave under our
annual leave policy.

We operate a separate policy on time off for dependants. Employees should apply for leave
under this policy to take time off to manage unexpected or sudden problems relating to a
dependant (for example their child) and make any necessary longer-term arrangements.

We also have a separate policy on compassionate leave, which is to help employees to come
to terms with the death of a loved one, a serious illness or injury involving a loved one, or
serious personal relationship problems.
Data protection

When an employee makes a request to their line manager for time off for domestic
emergencies, the line manager should process any personal data collected in accordance with
the organisation's data protection policy. In particular, line managers should record only the
personal information required to deal with the employee's request for time off for domestic
emergencies and keep this information only for as long as necessary to deal with the request.

Providing false information

If an employee knowingly provides false information in relation to taking time off for a
domestic emergency, this may be treated as a disciplinary matter, which could potentially
amount to gross misconduct, which could lead to dismissal.

Queries and complaints

Any employee who has a query on this policy, or who believes that they have been
unreasonably refused time off, should in the first instance discuss the matter with their line
manager. If the issue cannot be resolved in this way, the employee may use the formal
grievance procedure to resolve any dispute.